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accurate. <br />The hours reflected in the timekeeping system are the hours employees will be paid for <br />each pay period. It is the employee's responsibility to monitor their hours to ensure they <br />accurately reflect the hours worked. If the employee feels there is a discrepancy, it is their <br />responsibility to bring it to the attention of their supervisor. Supervisors are responsible to <br />ensure employees are maintainftmaintain their time records accurately. <br />Reporting false information is a crime and shall result in disciplinary action up to and <br />including immediate termination. <br />Overtime and Compensatory Time for Non -Exempt Employees <br />The City Council considers and approves projected overtime expenses in the annual <br />budget process. Department directors and division managers must manage overtime <br />costs in accordance with their budget and exceptions must be communicated in writing to <br />the city administrator. <br />Overtime <br />All employees may be required to work overtime as requested by their supervisor. Refusal <br />to work overtime as requested may result in disciplinary action. Supervisors will make <br />reasonable efforts to balance the personal needs of their employees when assigning <br />overtime work. <br />All overtime must be authorized in advance by the employee's supervisor. An employee <br />who works overtime without prior approval may be subject to disciplinary action. Non- <br />exempt employees (eligible for overtime pay) are not authorized to take work home or <br />work through lunch without prior approval from their supervisor. <br />The city complies with applicable state and federal laws governing accrual and use of <br />overtime. Only employees to whom the overtime provisions of the state and/or the federal <br />FLSA apply are required to be compensated for overtime work. The city administrator and <br />human resources manager will determine whether each employee is "exempt" or "non- <br />exempt" in accordance with federal law. <br />Overtime eligible (non-exempt) employees will be compensated at the rate of one and <br />one-half times their base hourly rate for hours worked over 40 in one workweek. However, <br />non-exempt employees employed in fire protection or law enforcement activities may be <br />paid overtime based on the 7(k) exemption as defined by the FLSA (29 U.S.C. § 207(k)). <br />Vacation time, compensatory leave hours taken, holiday time off (pursuant to the Holidays <br />policy below), bereavement, and sick and ESST leaves generally will count toward "hours <br />worked" for non-exempt employees. <br />Compensatory Time <br />Overtime compensation will be paid for overtime hours, unless the employee and <br />Page 10187 <br />Page 77 of 447 <br />